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• Elements which should be included in PfP schemes: innovation,
independent actions, contributions to team performance etc.
• Results of empirical analyses:
- Overall no correlation between PfP and company performance
- Reverse causality possible: company performance results in incentives
- PfP increases motivation only for simple, well measurable tasks
- Badly designed PfP systems can have negative effects:
o With “multiple tasks” concentration on tasks that lead to monetary
incentives
o Short-term orientation
o Imbalance of exploration and exploitation